Chapter 2
1. Explain the impact of employment laws on the behaviour and actions of management
Employment laws shape management's behavior by regulating hiring, workplace safety, compensation, employee rights, termination, discrimination, and union relations, ensuring compliance with legal standards and fostering a fair, safe, and inclusive work environment.
1. Describe organizational culture
Organizational culture refers to the shared values, beliefs, and practices that shape employee behavior and interactions, influencing the work environment, communication, and overall effectiveness of the company.
2. Define job analysis and discuss the relationship between job analysis and the various HRM elements (eg recruitment, training,compensation, performance mng’t, safety, etc.)
Job analysis defines a job's duties, responsibilities, and required skills, and it supports HRM elements like recruitment, training, compensation, performance management, and safety by providing clear role definitions, ensuring fair practices, and guiding organizational decisions.
1. Define human resource planning and explain its importance to the success of the organization (be specific)
Human resource planning ensures an organization has the right talent at the right time, aligning the workforce with organizational goals, preventing staffing imbalances, supporting growth, and guiding employee development.
RACE
4. Define ‘systemic’ discrimination and give an example
Systemic discrimination refers to policies, practices, or institutional behaviors that appear neutral but result in unequal treatment or disadvantage for certain groups based on characteristics such as race, gender, age, or disability. These inequalities are embedded within the organization’s structure or culture and affect entire groups rather than individuals.
4. Describe the importance of employee engagement to organizational effectiveness
Employee engagement is crucial to organizational effectiveness as it directly impacts productivity, job satisfaction, retention, and overall performance. Engaged employees are more committed, motivated, and aligned with the company’s goals, leading to improved collaboration, innovation, and customer service. High levels of engagement reduce turnover and absenteeism, fostering a positive work culture and contributing to the long-term success of the organization.
3. Explain the relationship between a job analysis and a job description
A job analysis gathers detailed information about a job, while a job description summarizes this information in a formal document outlining the job's responsibilities, qualifications, and expectations.
4. Outline pros and cons of external recruitment
External recruitment offers access to a broader talent pool and new skills but can be costly, time-consuming, and risk cultural mismatches.
2015-2016
10. In the context of BFOR, define ‘reasonable accommodation’ and give an example
In the context of Bona Fide Occupational Requirement (BFOR), reasonable accommodation refers to the adjustments or modifications made by an employer to enable an employee to perform their job duties without undue hardship, particularly for individuals with disabilities or other protected characteristics (e.g., religion, gender, etc.). The goal is to ensure equal opportunities while balancing the needs of both the employee and the employer.
5. Describe two workplace conditions or characteristics
which contribute to ee engagement
Employee engagement is fostered by clear communication and transparency, which build trust, and by recognition and opportunities for growth, which enhance motivation and job satisfaction.
8. Contrast ‘enrichment’ vs ‘enlargement’ forms of job adjustments and identify the limits or constraints to these designs
Job enrichment increases job responsibility and autonomy to make work more meaningful, while job enlargement adds variety by expanding tasks at the same level. Job enrichment may be limited by job nature, and job enlargement can lead to stress or dissatisfaction if tasks become overwhelming or unfulfilling.
5. Differentiate between a 'Job Description' vs a 'Job Posting’
A job description defines a role's responsibilities and requirements, while a job posting is an external advertisement designed to attract applicants.
DIH SIZE
TOO BIG
12. Explain the purpose of ‘special programs’ in the context of systemic discrimination
The purpose of special programs in the context of systemic discrimination is to help counteract the negative effects of entrenched inequalities and provide opportunities for disadvantaged groups by promoting their participation in areas where they have been historically underrepresented. These programs aim to remove barriers created by systemic discrimination and foster greater diversity and inclusion in workplaces, education, and other institutions.
6. Describe two management practices or behaviours that can contribute to ee engagement
Management practices that contribute to employee engagement include providing regular feedback and coaching, and empowering employees with decision-making autonomy.
11. Explain each element of the “Job Characteristics
Model”
The Job Characteristics Model includes five elements: skill variety (use of diverse skills), task identity (completing a whole piece of work), task significance (job importance), autonomy (freedom and independence in work), and feedback (clear performance feedback). These elements enhance job motivation, satisfaction, and performance.
9. Outline the concept of the ‘leadership pipeline’ and how it can assist in succession planning
The leadership pipeline develops and prepares future leaders at all levels, supporting succession planning by identifying potential leaders, providing structured development, minimizing leadership gaps, and aligning talent with organizational needs.
PANTHERS
8. Define ‘Bona Fide Occupational Requirement’ (BFOR) and give
an example
9. In the context of BFOR, define ‘undue hardship’ and give an
example
10. In the context of BFOR, define ‘reasonable accommodation’
and give an example
8. Bona Fide Occupational Requirement (BFOR): A necessary job requirement essential for performing the role, even if it excludes protected groups (e.g., firefighters needing physical fitness).
9. Undue Hardship: The point where providing accommodation becomes excessively difficult or costly for the employer (e.g., costly modifications for a small business).
10. Reasonable Accommodation: Adjustments made to help employees perform their job without imposing undue hardship on the employer (e.g., flexible hours for medical treatments).
10. Describe two strategies you could use to foster an
organizational culture that focuses on a safe & healthy
work environment
To foster a culture of safety and health, implement regular health and safety training and encourage open communication for reporting safety concerns.
12. Identify two benefits of ‘job rotation’
Job rotation increases skill variety and improves employee motivation by offering new challenges and reducing monotony.
10. Explain the connection between the Nine Box Performance vs.Potential Grid and the Leadership Pipeline
The Nine Box Grid identifies high-performing employees with leadership potential, while the Leadership Pipeline outlines how these individuals can be developed into future leaders, ensuring a continuous flow of talent and effective succession planning.
Height and weight
6,5 and 245lb